Business

AI for Recruiters

Source better candidates, write stronger job posts, and close faster with AI

Recruiters use AI to write compelling and inclusive job descriptions, generate targeted outreach messages for passive candidates, draft offer letters, create structured interview guides, and communicate rejection professionally and at scale. AI handles the high-volume writing tasks of talent acquisition while helping recruiters maintain the personalized touch that fills roles faster.

Common challenges AI helps solve

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Writing job descriptions that attract qualified candidates without excluding underrepresented groups

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Personalizing outreach to passive candidates at the volume modern recruiting requires

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Structuring consistent, bias-reducing interview processes that hiring managers will actually follow

Top use cases for Recruiters

Write an inclusive job description

Write a job description for a Senior Data Engineer role at a remote-first SaaS startup. Stack: Python, dbt, Snowflake, Airflow, AWS. Team: 4-person data platform team reporting to Head of Data. Salary: $145K to $165K. Write the description to actively attract diverse candidates: use inclusive language, separate must-have from nice-to-have requirements, avoid credential inflation, include a diversity commitment statement, and describe the team culture specifically rather than generically.

Write passive candidate outreach

Write a LinkedIn InMail message to a passive candidate for a VP of Engineering role. The candidate: currently Engineering Director at a Series C fintech, has 12 years of experience, and recently spoke at a conference about scaling engineering teams. Our company: an 80-person B2B SaaS company that just raised Series B and is hiring their first VP Eng. Message must be: under 100 words, reference something specific about the candidate, explain why the role is interesting from their perspective, and have a low-friction CTA.

Create a structured interview guide

Create a structured interview guide for a Product Designer role. Include: 5 behavioral questions using the STAR format targeting specific competencies such as user empathy, conflict with engineering, and ambiguous problem framing, 2 portfolio review prompts with specific things to probe for in the answer, a practical exercise brief for a 30-minute take-home design critique, and a scoring rubric with 1 to 4 rating descriptions for the behavioral questions. Goal: reduce interviewer bias and improve signal consistency.

Draft an offer letter

Draft a professional job offer letter for a candidate named Jordan Lee accepting a role as Senior Marketing Manager. Start date: March 15. Salary: $115,000. Bonus: 10% target. Equity: 0.05% vesting over 4 years with 1-year cliff. Benefits: 20 days PTO plus public holidays, health dental and vision, $1,500 annual learning budget. Include: warm opening, complete compensation summary, reporting structure, start date logistics, offer expiry date of 5 business days, and a welcoming close. Tone: excited and professional.

Write a candidate rejection email

Write a rejection email for a candidate who made it to the final round interview for a Senior Software Engineer role but was not selected. The decision was close — we chose another candidate with more distributed systems experience. Tone: warm, specific, and respectful of their time. The email should: thank them genuinely, give a brief honest reason without over-explaining, leave the door open for future roles, and not feel like a form letter. Under 150 words.